How to write a resignation report to avoid legal risks

How to write a resignation report without a commitment to wages.

Sharpening knives and cutting wood, and the brothers and sisters of Sanmao hr** have discussed extensively, and now summarize the following preparations: 1. Go through the resignation procedures according to the prescribed process and system. Because the implementation is not strict, there is still a certain risk.

2. Resignation risk avoidance points and measures: (1) Materials that need to be recorded: Resignation application (fingerprint must be pressed); Resignation handover form (signed by the departer, the successor, the supervisor and other personnel involved in the handover); Handover report (signed by the departer, the successor, and the supervisor of the handover); Salary settlement form (signed by the resignation, tabulator, finance, department head, etc., and one copy is retained by the company and the individual); Proof of termination of labor contract (issued by the employer after the resignation procedures are completed).

2) Work node: Interview: the first time to learn that the employee intends to leave; Handover:

Determine the time according to the nature of the work (as a necessary condition for the settlement of separation pay); Settlement of severance salary: in principle, according to the unified salary payment time; Collection of personal personnel files: within one month after the settlement of severance salary; Attrition:

The change is the month of resignation, and the social security is the next month of resignation. (3) Process: Application (resignation) Resignation interview (person in charge of the unit or HR or other designated personnel of the unit) Work handover (successor, supervisor designated by the unit) Verification of financial matters (person in charge of finance of the unit) Handover of administrative items (HR or other designated personnel of the unit) Approval (person in charge of the unit) Verification of materials and remaining matters (appointment of designated personnel) Review and approval (review and approval according to the nature of the field position of the gangdong according to the authority) Liquidation of resignation salary (HR of the unit, financial personnel, Other designated personnel) Receiving personal file information (resignation, file custodian) Social security reduction, human resources data statistics (HR or other designated personnel) (4) Precautions:

Resignation includes organic attrition and inorganic elimination, and it is recommended to do a good job of communication, and the resignation application is submitted by the individual; Communication: Each unit communicates with HR and related personnel as soon as the employee proposes to leave the company (resignation interview, post supplementary early warning, customer handover, etc.); Exit interview: determine the responsible person for the exit interview according to the specific situation (each unit can organize it on its own); In principle, all employees who leave the company are required to have an exit interview conducted by HR; Channel, customer relationship connection:

** Articulation or leading to client engagement as needed (this is especially important for those who have access to client resources); Verification of financial matters: including personal accounts, business customer receivables, arrears, etc.; Salary settlement: Within 15 days of working in the month, the departing employee can not conduct a monthly duty salary assessment, but only linked to attendance; More than 15 days need to be carried out monthly duty assessment, in principle, it is necessary to settle the salary according to the assessment results and attendance (each unit can be flexibly controlled), and the resignation salary will not be settled without the "resignation handover form"; Collection of personal personnel files:

After confirming that there are no remaining problems after completing the resignation procedures, the personal personnel file Hu Shan case will be obtained, and the personal personnel file will not be issued without the "resignation handover form"; Submission of materials: Submit the written materials at the same time as the electronic version of the materials.

Resignation proceduresThe company requires that in accordance with the provisions of the labor law, probationary employees should fill in the resignation application form 3 days in advance, and regular employees 30 days in advance, as shown in the following table

After the resignation application form is filled out, submitted for approval, all approved, and the resignation interview process is entered after agreeing to resign, I will not elaborate here, you can refer to the topic next Monday. After the interview, the employee begins the handover and fills out the resignation handover form, as shown below:

At the same time, if it is the company's persuasion, you can skip the first step and directly enter the exit interview.

In terms of risk prevention, it is necessary to be detailed, as detailed as possible, otherwise it will be troublesome once something happens when you leave your job. At the same time, there must be a signature, and the responsibility of the relevant personnel of the person is to the person. If the resignee is a core employee of the company or a middle or senior management talent, he or she must pay attention to the handling of the confidentiality agreement and non-competition agreement when leaving the company to avoid labor disputes.

The above points of view are not good, forgive me, the knowledge is still shallow! I also often learn and exchange knowledge about many aspects of HR with friends in Sanmao HR**, I hope it will be helpful to you.